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Talk & Q&A: What we can learn from why people love working at ustwo

What can we learn from why people love working at ustwo
What can we learn from why people love working at ustwo

*** Recording is coming soon ***

Join us online on Tuesday 19 October for our next event, when we have Aisha Taylor, Head of People at ustwo, as our special guest speaker. Aisha will take us “behind the scenes”, sharing what we can learn about why people love working at ustwo. We’ll take a peek inside their rituals and organisational cadence to see how it sets the tone for the culture. Aisha will also share what it means to be a ‘B Corp’ and what this means for their culture.

About ustwo

ustwo is a global digital product studio launching products, services and companies that make a meaningful impact on the world. Since our foundation in 2004, they’ve partnered with some of the worlds leading brands and have grown to four studios around the world in New York, Malmö and London.

About Culturevist

Culturevist is a community of people who care about company culture and wellbeing. Join us to:

1. Learn from Aisha.
2. Have a chance to ask your questions.
3. Become part of a special community.

How to join

This event is part of the Culturevist membership event series. If this is the first Members event you’ll be joining, you can attend for free. A recording of the main talk will be available to Members.

Not your first Culturevist event?

“Culturevist made a really big impact on me and my career. With the inspiration I tool away, I started exploring lots of different ideas and I’ve ended up as the Global Programme Manager for our internal mindfulness programmes. It’s now my job to roll out and embed these globally, and use them as a tool for driving culture change.”

SeanCulturevist member

“I was first introduced to Culturevist in 2018 and have loved being a part of the community ever since! Attending Culturevist events inspired me to implement new initiatives in the workplace, has boosted my confidence with networking, and has enabled me to meet some incredible people. Culturevist is a wonderful group of people who care about workplace culture and wellbeing.”

RosieCulturevist member

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Event: How to make hybrid working, work

Event: in-person in London, or attend virtually
Wednesday 3 November 2021
6pm-8pm GMT
Holborn in London, or Virtual

Join us to build your network outside your company, and hear practical examples of “how to make hybrid working, work”.

We’re a community of people who care deeply about company culture. When we get together it feels pretty special! 🥳

Timings

6:00pm Arrive and networking
6:30pm Guest speakers and q&a
7:15pm Networking
8pm Close

Who attends?

Previous attendees at our events include people from: Airbnb, Google, Harrods, LinkedIn, Monzo, Selfridges, Wise, and many more.

What people say about us

See many more reviews on our Wall of Love.

Hosted by

Screenshot 2021-10-12 at 14.02.45.png

Workspace for businesses who care about people. Discover flexible office space in London, Reading or Manchester – from pay as you go hot desking to full-time private offices (and everything in between). Visit Work.Life.

Tickets

Attend in-person

Includes drinks and light bites.

Non-Members: £20

Existing Members: Free using the code MEMBER100. Not yet a Member? Join here

Attend virtually

Speed networking with others attending virtually.

Watch the talks live and have the ability to post questions to the speaker.

Non-Members: Free as this is our first event and we’re testing the virtual experience (it might not go smoothly!). Usually £10

Existing Members: Free.

Any questions? Email contact@culturevist.com

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Guide to offboarding – Leavers checklists

A simple guide of things to consider for offboarding. In this context, offboarding is the process and experience of someone leaving a company.

This guide won’t include everything (for example it does not cover policy/legal/formal-HR implications) though hopefully will be helpful.

Why care about offboarding?

Do you care? The offboarding experience is part of the people experience in your company. How much do you care about the experience someone has can guide how much you care about the experience they have as they leave. Particularly at this time where they leave. How much people care about your company can be a reflection of how much they feel your company cares about them. People may see how people who leave before them are treated.

Memorable: The experience of leaving a company is often one of the moments that are most memorable.

Word of mouth and reputation: People speak about their experience. This could affect how people perceive your company and how attractive it is to be part of it.

How do you want the experience to feel?

Values or principles: Do you have values or principles to guide the experience people have and how you’d like them to feel?

What could you do?

Compliance and audit trail
– Check what legal/compliance responsibilities you have. What must you do, send and receive? What must you not?
– What are the things you don’t necessarily need to do, but would like to do?
– Where will you store the information about what has been sent to, shared with, and received from the colleague?

Checklist for Managers
– Do you have a Leavers checklist that Managers have so that they are clear on their responsibilities?

Checklist for Leavers
– Do you have a checklist that Leavers have so that they are clear on their responsibilities? e.g. making sure the following are up to date: contact details, expenses, leave/vacation; printing or saving copies of payslips and other relevant documentation not company intellectual property; being clear on whether any sponsorship for education continues; and other responsibilities…

Responding to a Notice of someone leaving
– If someone is resigning, what do they need to do?
– What format do they need to give it in (e.g. email/letter/else), to whom, and how much notice?
– When you receive someone’s notice notice of resignation, how do you respond to the leaver?
– Which communication channel would you use, what will your tone be?
– Is there a People/HR system you need to update, or someone to inform about someone leaving with relevant information, e.g. dates; emails/letters, etc.
– State outstanding leave/vacation/other days, and if there are any options related to these e.g. receiving payment, and if there are any constraints around when they are taken.
– Will the Leaver be sent letters of formal confirmation? If so, from whom, what will it state, who will they receive it from, who should they contact with any questions or concerns?

Key responsibilities that the Leaver had
– What responsibilities does the Leaver have? e.g. Management of People; being responsible or accountable for particular work or outcomes; etc. Do they lead working groups, meetings, communities that need to be handed over to someone else to take an active leadership/organizational role? What will the route be to ensure that these are continued by someone else or decided to not be continued?
– Does the leaver have any key relationships with external suppliers or other teams that it would be good to introduce someone else to, so you can continue the relationship?
– Would it be helpful to provide a ‘Handover template’ so help capture everything that could be handed over to someone else?

Communicating to others that someone is leaving
– Will you communicate that someone will be leaving?
– Who will you communicate it to?
– Who will communicate it?
– How will they communicate it?

Keeping knowledge within the company
– How much of what someone knows regarding their work, and how they did it, is already stored within the company?
– For example, have their processes, approached, activities, systems they use, files, etc. already been documented and accessible for people with the company after they leave?
– If not, how can you achieve this in the time you have remaining?
For example, would they do it independently, would it help to set up a meeting with someone?

Returning physical items
– What do you need to receive from them? e.g. physical items (computers, phones, access cards, payment cards, keys, other equipment, online access/files, etc.)
– Will you send packaging for them to send it by post? What instructions do you need to provide?
– Clean/wipe the items, physically and/or digitally.

Products and Services before and after they leave
– What products or services do you want to offer to people before they leave e.g. Wellbeing or Career assistance programmes; support with writing CV/Resume or applications.
– What products or services do you want to offer to people after their employment has ended?
– Which do you need to end? How will you end them?

External supplier contracts
– Does the leaver have any contracts with external suppliers that they need to end or handover?

Payment
– What will you pay, and how/when will you pay it? For example: salary, bonus, commission, expenses, any other additional payments?

Access
– What access permissions did the person have, and which should they no longer have when they leave? e.g. for physical locations, and for digital access e.g.online accounts, software, etc.
– Who do you need to contact to set these, or who will check they have automatically happened?

Intellectual property
– Does the leaver need to confirm they have deleted/destroyed any company intellectual property that they must when they leave?

Updating documents / websites
– What internal or external documentation needs to be refreshed given the person leaving? e.g. organization charts that do not update automatically?
– Is it still appropriate to have their photos, work, comments on company website?

Leaving (exit) interviews or surveys
– Would you receive valuable and authentic insight you have not received from the colleague up to that point?
– If interview, who should the conversation be with?
– If survey, how long, what will be asked?
– What will you do with the information your receive? Who should see it? Are there people accountable for different topics the feedback is related to?

Leaving party/event/recognition?
– Will these be organised?
– How inclusive do you want them to be?
– How much fairness is there – does the company organise things equally for everyone, or are people treated differently?

Communication after leaving
– How can the former employee keep in touch with the company and current/former colleagues?
– What is the best way to contact for People/HR questions?
– What will be sent to the leaver after they have left? How will it be sent? Do you need any further permission?
– What contact details will be retained and how would they be updated?
– Is there an alumni network and activities? e.g. Will you invite them to share their stories of what they did next?
– If the leaver writes for a reference, is there any guidance for how people should respond?

Hiring someone new
– Can/should someone be hired into the role the Leaver is leaving? Or is it actually desirable that the role is no longer filled? Where should someone contact to discover this?

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Building a thriving ecosystem of learning and generosity

On Tuesday 21 September 2021, Jo Barnett, Director of Learning, Culture and Belonging at Onfido was our special guest speaker. In her talk, she shares the really progressive approach they’re taking.

Onfido’s vision is a Thriving Ecosystem that:
– is an entanglement of networks and connections, a little like walking through a bramble thicket, where everything is interconnected.
– has 3 degrees of separation: you’ll always know someone that knows something, or someone, that can help.

Components in the right place and the right way, so it’s self-sustaining, generating it’s own energy and power. With Producers, Consumers who decompose and recycle the food to the environment again.

About Onfido

How do you verify real people in the digital world? Onfido helps companies see real identity – the humans behind the screens – using world-leading AI and identity experts. Our solutions enable customers to prove their identities, wherever they are, with just an ID and their face. So companies have everything they need to grow their businesses securely. We’ve received over $200 million in funding from world-class tech investors including TPG Growth, Microsoft, Salesforce to back our vision. And we’re just getting started.

About Culturevist

We’re a global community committed to creating companies people love, featuring collaborations with Airbnb, Dr. Martens, Monzo, and many more. Through our events, awards, and community, we connect culture activists with one another, to share their learnings and influence change within their companies.

“Culturevist made a really big impact on me and my career. With the inspiration I tool away, I started exploring lots of different ideas and I’ve ended up as the Global Programme Manager for our internal mindfulness programmes. It’s now my job to roll out and embed these globally, and use them as a tool for driving culture change.”

SeanCulturevist member

“I was first introduced to Culturevist in 2018 and have loved being a part of the community ever since! Attending Culturevist events inspired me to implement new initiatives in the workplace, has boosted my confidence with networking, and has enabled me to meet some incredible people. Culturevist is a wonderful group of people who care about workplace culture and wellbeing.”

RosieCulturevist member

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Switchee’s journey to becoming a B Corp

Olya Yakzhina and Charles Solanki are part of Switchee, a socially conscious technology innovator, focused on finding elegant solutions to housing issues. Switchee develops and supplies connected devices and analytics for landlords and their residents.

As part of the Culturevist event held to help our community learn from peers on the journey, Olya and Charles kindly shared some of what they did, and learned, on the path they’re currently on to become a B Corporation. You can see the video of their story above. Here are a few of the highlights:

  • Work with other people, particularly if preparing for B Corp certification is in addition to your existing responsibilities in your role.
  • Engage B Leaders – accredited consultants who help you on your journey. They helped us to an internal presentation that helped inspire and influence colleagues.
  • Find the quick wins to boost your scores.
  • There’s a wonderful trickle-down effect – for example if we can influence your suppliers to be more sustainable as part of our journey.
  • Pull together an internal steering group from different parts of the company for support and help doing the work.


About Culturevist
We’re a global community committed to creating companies people love, featuring collaborations with Airbnb, Dr. Martens, Monzo, and many more. Through our awards, conference and membership, we connect culture activists with one another, to share their learnings and influence change within their companies. If you’d like to hear of future news and events, you can sign up to the free Culturevist newsletter.

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Sustainablee – what we’ve learnt helping companies on the journey to becoming a B Corp

Danielle Thompson is Founder of Sustainablee, who help to build the new breed of business where balancing profit and purpose is just business as usual.

As part of the Culturevist event held to help our community learn from peers on the journey, Danielle kindly shared some of what she’s learned helping companies become B Corporations. You can see the video above, and here are a few of the highlights:

  • Identify a core team. Who are the people who are really going to drive this from within your company? Ideally including the CEO or owner, certainly someone in the senior leadership team. An internal team that become experts on the assessment, and partner with others in the company.
  • Make sure the core team has access to data. B Corp asks for a lot of data, you need to have evidence.
  • Collect evidence as you go. When you start you can get excited and carried away, though as you go along collect and store data, and keep up to date of changes happening in the business.
  • Download the assessment as a spreadsheet to see the scores and work out where the gaps between the points available and the points you have. It can help you prioritise and focus.


About Culturevist
We’re a global community committed to creating companies people love, featuring collaborations with Airbnb, Dr. Martens, Monzo, and many more. Through our awards, conference and membership, we connect culture activists with one another, to share their learnings and influence change within their companies. If you’d like to hear of future news and events, you can sign up to the free Culturevist newsletter.

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Copy House’s journey to becoming a B Corp

Kathryn Strachan is Managing Director & Owner of Copy House.

Copy House is a content marketing agency with a passion for words and an appetite for progress. They work with technology and FinTech brands to bring their vision to life and create valuable content on emerging technologies like blockchain, cloud/cyber security, AI and IoT.

As part of the Culturevist event held to help our community learn from peers on their journey, Kathryn kindly shared some of what Copy House did, and learned, on their path to currently becoming a B Corporation. You can see the video of their story above. Here are a few of the highlights:

  • One of the beauties of B Corp is understanding the decisions we are making as a business, and how they can have an impact on the team, society, the community, and the environment.
  • Our culture already encouraged positive behaviours, e.g. we only hire permanent team members & focus on having a diverse team, invest in learning and development opportunities, promote from within the company, provide more than statutory holidays, allow flexible working which in turn produces little environmental impact.
  • Becoming a B Corp is seen as going on a journey, rather than a tick box exercise to help you get a certificate. You need to make sure the decisions made every day are ethical.
  • Next steps for Copy House are changing our bank account; partnering with onHand, an app that enables people to support causes they believe in; participating in the government-funded Kickstarter Scheme; and looking for ways to continue supporting local, UK and global initiatives, whilst reviewing our supply chain to ensure we are working with like-minded stakeholders.
  • 3 tips for starting your B Corp journey:
    • See it as a journey rather than trying to rush through. Enjoy the ride!
    • Bring the team along with you. You’ll need their support, ideas, etc.
    • Give yourself plenty of time.


About Culturevist
We’re a global community committed to creating companies people love, featuring collaborations with Airbnb, Dr. Martens, Monzo, and many more. Through our awards, conference and membership, we connect culture activists with one another, to share their learnings and influence change within their companies. If you’d like to hear of future news and events, you can sign up to the free Culturevist newsletter.

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Our path to becoming a B Corp – Sensat

Karina Valencia is Vice President of Operations at Sensat. Sensat’s mission is to automate the way we plan, build and manage civil infrastructure. They will reduce costs by 5x, help billions more people access fundamental infrastructure and end devastating environmental practices.

As part of the Culturevist event held to help our community learn from peers on the journey, Karina kindly shared some of what they did, and learned, on the path they’re currently on to become a B Corp. You can see the video of their story above. Here’s a few of the highlights:

🏃🏽‍♀️ Define what’s best for your company in your approach to becoming a B Corp: sprint vs. marathon. Decide which is best for you. Given their context, Karina pulled together a team that did a 4 week challenge.

📈 Understand your baseline. Sensat’s initial score using the assessment was 77, which set the bar for how much effort would be involved. Their internal goal became achieving 100.

🥊 Choose your battles: not all points are equal.

🙋🏻‍♀️ Divide and conquer – partner with other functions. The Legal, Finance, People team, Office Management teams were key to the effort, and in a 4 week challenge they achieved a 30% increase in their score by working together.

🤝 Partner externally. Revolt (LinkedIn) brought years of experience helping companies certify for B Corp. It was a great Return on Investment to bring external expertise into the process.

💰 Bring your investors on board. VCs are increasingly looking to add sustainable and ethical companies to their portfolio.

🎢 Enjoy the ride, it’s a beautiful mission. It does not only make us more credible externally, it’s proven to be a big incentive for younger generations who want to work for a company that cares deeply about sustainability.


About Culturevist
We’re a global community committed to creating companies people love, featuring collaborations with Airbnb, Dr. Martens, Monzo, and many more. Through our awards, conference and membership, we connect culture activists with one another, to share their learnings and influence change within their companies. If you’d like to hear of future news and events, you can sign up to the free Culturevist newsletter.

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The FundApps Journey to becoming a B Corp

Pat Caldwell is Chief Operating Officer at FundApps. FundApps is a bootstrapped SaaS scaleup with offices in London, New York and Singapore and remote employees spread across the globe. FundApps helps investment managers comply with worldwide regulations and monitors over $14 trillion in assets under management every day.

In 2018, FundApps became a Certified B Corporation, and in 2019 were recognised as a B Corp ‘Best for the World’ Honoree – highlighting their commitment to doing good by our people, the environment and the community..

As part of the Culturevist event held to help our community learn from peers on the journey, Pat kindly shared some of what they did, and learned, becoming a B Corp. You can see the video of their story above. Here are a few of the highlights:

  • The B Corp effort is led by Andrew, the founder, as a business-wide way of operating, rather than only an HR initiative.
  • Their vision in 20 years is that B Corp is the minimum standard that every business needs to operate.
  • B Corp journeys are so individual to the context of the business. We needed to genuinely hold up the mirror to our own operations.
  • Let’s look at the areas that are fundamental to our growth and also aligned to the B Corp philosophy.
  • A few examples of the many:
    • Financial transparency: every 6 months standing up in front of the entire company and presenting an open book of our financial performance. So people can know how we make our money, how we spend it, etc. This encouraged ownership. The more transparency you give on this, the more transparency you get back in terms of decision-making and how aligned that is to your performance.
    • To help enable people to invest in their wellbeing, rather than paying the the national minimum or living wage, we created a FundApps living wage. In the UK that is every one is paid at least £32k, including our interns.
    • For parental leave, we asked parents what good parental leave looks like. It was designed based on the team and lived experience. They came back with something that looked different to UK and US governmental statutory standards: one 6 month full-pay parental policy, gender-blind, flexible within two years, available to anyone across the globe, and has no tenure requirements.
    • 3 things we learned:
      • A cultural upheaval which needs a clear “why”. Becoming a B Corp is pretty intensive, they are very deliberate in what they ask for. You need to treat it as a bit of an upheaval, get rid of some of the baggage that exists in a business, hold up a mirror, and you need a clear “why” that goes beyond just becoming a B Corp.
      • Being a force for good is contextual. While companies like Patagonia and Ben & Jerry’s have done amazing work in their businesses, the trick is for us to learn what does being a force for good look like within our business?
      • B Corp needs to represent more than just certification. It’s an operating model for the business. It guides how we approach and respond to many issues, such as: the pandemic, and family and domestic violence. It’s not just a certification every three years!

About Culturevist
We’re a global community committed to creating companies people love, featuring collaborations with Airbnb, Dr. Martens, Monzo, and many more. Through our awards, conference and membership, we connect culture activists with one another, to share their learnings and influence change within their companies.

If you’d like to hear of future news and events, you can sign up to the free Culturevist newsletter.